Bhr 4601 Staffing Organizations 1course Learning Outcomes For Unit Vi ✓ Solved

BHR 4601, Staffing Organizations 1 Course Learning Outcomes for Unit VI Upon completion of this unit, students should be able to: 1. Explain the importance of all components of staffing. 1.1 Define measurement, including why measurement and assessments are important. 1.2 Discuss how reliability and validity affect the evaluation of measure. 7.

Compare and contrast internal and external selection decisions. 7.1 Determine appropriate questions to measure and or assess a candidate’s skills. 7.2 Prepare a rubric that will validate and rank candidates for a particular position. Course/Unit Learning Outcomes Learning Activity 1.1 Unit Lesson Chapter 8, pp. 297–326 Unit VI Project 1.2 Unit Lesson Chapter 8, pp.

297–326 Unit VI Project 7.1 Unit Lesson Chapter 8, pp. 297–326 Unit VI Project 7.2 Unit Lesson Chapter 8, pp. 297–326 Unit VI Project Required Unit Resources Chapter 8: Measurement, pp. 297–326 Unit Lesson This is probably the one unit that some may find a bit more challenging than others simply because it deals more with the mathematical and statistical side of staffing. Please do not allow the data tables within this chapter to intimidate you in any manner.

If you think back to even when you were a child, measurements have always been a part of your life. UNIT VI STUDY GUIDE Assessing Talent BHR 4601, Staffing Organizations 2 UNIT x STUDY GUIDE Title When babies are born, doctors use weight and height as measurement tools. As the baby continues to grow, at each visit, weight and length/height are always taken. The doctor may say the baby is growing well based on normal standards, or the doctor may say the baby is underweight or overweight. This is something that continues throughout childhood.

Even as adults, when you go to the doctor, the medical assistant typically checks your weight, blood pressure, heart rate, and oxygen level. If for some reason your blood pressure is not within what is considered normal range, you may be told your blood pressure is higher than the standard rate. Once you see the doctor, he or she will review blood pressure results from previous visits to see what your blood pressure was at that visit. This information will then be used to determine what treatment plan, if any, is needed. These are just a couple examples of how measures are used.

Such measures are used to determine/dictate personal physical growth and well-being based on medical guidelines and standards. Now look at how measurement is used when it comes to education. As early as pre-school, assessments and measures are used to determine learning and development progress. Some of the areas that are measured at this stage include motor skills, developmental skills, and social skills. Based on the progress at this level, it helps to determine and project what level the child will be on as he/she enters into kindergarten.

Of course, throughout elementary, middle and high school, different assessments are given regularly to evaluate students’ comprehension. When tests are administered the teacher will review the grades individually and collectively. If it is determined that majority of the students failed or scored really low on a test, the teacher then may decide to revisit how the information was delivered. At this point, the assessment scores are being used as a tool to evaluate delivery and teaching styles utilized by the teacher. Once assessed, the teachers typically use the results to determine if more time should be spent to re-teach a particular module.

It is also used to help determine what areas the students struggle in and how teachers can adjust delivery concepts to lead to better results. Within your elementary, middle, and high schools, different states utilize different state assessments to assess the progress of students within different school systems. The validity and reliability of such tests sometimes may be questioned. Should such standardized assessments be used to predict student and school achievement? Such testing is usually administered throughout an academic school year.

These are a couple examples of how measurement can be utilized and the impact education at an early age. Other assessments that some of you may be familiar with include: ï‚· ASVAB (Armed Services Vocational Aptitude Battery). This is a multiple choice test, administered by the United States Military Entrance Processing Command, used to determine qualification for enlistment in the United States Armed Forces. ï‚· ACT (American College Testing). This is a college admissions examination taken by high school- aged students to determine their readiness for college. ï‚· SAT (Scholastic Assessment Test). This is the other college admissions examination used to determine students’ readiness for college.

These three are very well-known and are often mentioned to students as early as 10th grade in high school. Some other popular tests include the graduate records examination (GRE), graduate management admission test (GMAT), and defense activity for non-traditional education support (DANTES). The GRE and GMAT are assessments used to measure if a person is eligible for graduate school. The DANTES Testing is a non- (Welcomia, n.d.) BHR 4601, Staffing Organizations 3 UNIT x STUDY GUIDE Title traditional way of receiving credit for college courses by taking a test. Some of you may know DANTES as DANTES subject standardized tests (DSST) testing.

As stated earlier, assessments and measures have been part of your life ever since your beginning. Hopefully, this has made your view on measures a little more relaxing. For those of you working in human resources (HR), this may be an area you deal with on a regular basis; however, for some it may be an unfamiliar area because some organizations have specific individuals within management and/or HR who deal directly with data and analyzing the outcomes. Once the data is reviewed and analyzed, these individuals report their findings to the appropriate employees, and necessary action(s) are then implemented. Due to cost and time, some companies will also choose to seek an outside firm to assist in this area.

What is measurement? According to Phillips (2020), “evaluating people, processes, or outcomes requires collecting data, which requires measurement. In staffing, measurement is the process of assigning numbers according to some rule or convention to aspects of people, jobs, job success, or aspects of the staffing system†(p. 297). The numerical outcomes of measurement are data.

Now you may ask, what kind of data is used, and why is this important? If you are tasked to complete such an assignment, you would want to gain information that could help with understanding and interpreting staffing and selection process outcomes. You will be required to analyze those outcomes and determine how they will impact your current and future staffing needs, what impact they will have on employee job performance, and what changes may be needed. Ultimately, there must be some standardization of the measurement process. Standardization is important for both objective and subjective measures.

Unless the data is accurate, dependable, and relevant, it can be classified as a true waste of time, purposeless, and pointless. When dealing with data, there are four levels of measurement that must be considered: ï‚· nominal measurement, ï‚· ordinal measurement, ï‚· interval measurement, and ï‚· ratio measurement. This leads to the process of assigning numerical values during measurement, which is known as scoring (Phillips, 2020). Keep in mind that scores can be manipulative in various ways, which aids in the interpretation of the scores. Such manipulations include percentiles, central tendency, variability, and standard scores.

Correlations also are considered as it helps to indicate the strength and relationship between two attributes (view Figure 8-3 on page 304 of your textbook). Regression is another technique that can be used to predict outcomes by utilizing one or more predictor variables (view Figure 8-5 on page 309 of your textbook). Before we delve any further, can you identify where measurement can or has been used in the previous units? In Unit I, how does it relate to strategic staffing and business and staffing strategies? In Unit II, is there any relation to the legal context covered?

How about job analysis and competency modeling in Unit III? In Unit IV forecasting and planning were covered; could measurement be related to these topics? Would it be related in any way to sourcing and recruiting, which we covered in Unit V? Now that you have taken the time to ponder the above questions, you are certainly prepared to finish discussing the information within Chapter 8. What does the quality of measures consist of?

You may have heard the terms reliability and validity. Quality of measure consists of both reliability, which can be defined as consistency (providing consistency in measures regardless of the number of times administered), and validity, which can be defined as accuracy of measurement and prediction (this can be obtained via scores from a measure). There are various procedures that can be used to estimate or test reliability. These procedures, along with the key aspects of validity and validation, are discussed in detail within Chapter 8. Please be certain to pay close attention to the key terms discussed and the illustrations.

BHR 4601, Staffing Organizations 4 UNIT x STUDY GUIDE Title Another area that must now be considered is assessment. Many of you, at some point, have taken an assessment as a measure to determine whether you qualified for a position or to test readiness for entrance into college. It is the responsibility of managers to determine what testing material will be used. How will the testing impact the hiring decision? Management must review legal guidelines that can influence the proper use of the assessment data.

Please review “Develop Your Skills†at the bottom of page 322 in your textbook as it provides 10 tips on conducting an effective assessment program. Keep in mind that measurement is essential and helps to create the standards and foundation when it comes to staffing. The gathering of information starts as early as conducting a job analysis. How so? Well, job analysis results in the production of job descriptions and job specifications.

If this information is faulty, then it will lead to poor job descriptions, which in turn would lead to assessing and sourcing inaccuracies. These inaccuracies can lead to poor hiring decisions, legal issues, and possible company failure. As you can see, there is a great deal of important information within this one chapter. After reviewing this chapter, you should have a better understanding of measurements and feel more comfortable with the statistical data presented. You should also be able to see the correlation between previous units and how they all build upon each other.

References Alexandersikov. (n.d.). Assessment analysis evaluation measure business analytics technology concept, (ID ) [Image]. Dreamstime. measure-business-analytics-technology-concept-image Phillips, J. M. (2020). Strategic staffing (4th ed.).

Pearson. Welcomia. (n.d.). Child growing measurement, (ID ) [Image]. Dreamstime. scale-child-growing-measurement-image Suggested Unit Resources In order to access the following resources, click the links below. The presentations below provide supplemental information to this unit’s chapter readings.

You are encouraged to review them to further your knowledge on the topics presented in this unit. Chapter 8 PowerPoint presentation. PDF of this Chapter 8 presentation. Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them.

If you have questions, contact your instructor for further guidance and information. (Alexandersikov, n.d.) BHR 4601, Staffing Organizations 5 UNIT x STUDY GUIDE Title Develop Your Skills Exercise This chapter’s Develop Your Skills on page 322 gave you some tips on accessing job candidates. Based on what you read in this chapter, what are three additional tips that you would add to the list? Check Your Knowledge! Take a Unit VI Quiz to check your knowledge of what you have learned in this unit. Sonora Mosley Columbia Southern University Joyous Beverage Company Introduction Joyous Beverage Company is looking for a sales person to help the company meet its goals.

Mission Vision The Joyous Beverage Company is a non-alcoholic beverage firm that is determined in being a global leader and in doing so, they require a qualified salesperson that is technological-oriented and ready to leverage the social media as a platform to reach to more customers in different geographical locations. Joyous mission is to offer quality beverage that satisfy our consumers, and the vision is to become a global non-alcoholic beverage market leader, managing innovation and best employee management. Job Posting Joyous Beverage Company is seeking a motivated online sales person in technological-based working environment. The ideal candidate for the job will have good interpersonal skills and work as part of a team.

Joyous Company is the best innovative beverage firm that has ventured in online platforms to reach for more consumers. The job posting is the best thing for the Joyous firm to attract the best candidates. Joyous Beverage Company is seeking a motivated online sales person in technological-based working environment. The ideal candidate for the job will have good interpersonal skills and work as part of a team. Joyous Company is the best innovative beverage firm that has ventured in online platforms to reach for more consumers.

External Recruitment Methods (Recruitment Agencies) Recruitment agencies Talent driven Time efficient Some challenges Recruitment agencies is one of the external recruitment method and is considered good in identifying talent (Phillpott, 2019). The agency is excellent in delivering talent because their focus is to offer suitable candidates. The method is less time-consuming because they take charge of the hiring process. The challenge of the method is that it may fail to consider some requirements during hiring of the employees. Social Media Social media method Knowledgable sales person LinkedIn The social media method is the most effective because Joyous is looking for a sales person that is familiar with the online and social media platforms because the company is seeking to go digital with its operations.

Social media platforms one of the best sourcing method for the salesperson position. The specific platform that will be best for the salesperson position is the LinkedIn which is a professional social media channel that connects with professionals (Phillpott, 2019). Job Fairs Job fairs The advantage of the method is that the HR manager meets with the candidates in person rather than reading their CV (Phillpott, 2019). The importance of communication Job fair is an external technique that is appropriate when the HR manager is interested in knowing a candidate in person. Job fairs is a method that help the HR managers to gain the access to a large number of candidates mostly the graduates.

The importance of in-person communication and the candidates use of body language is a great way in showing their first impression before hiring them. Job Boards Wider market Speed-up the hiring process by simplifying the application process. Millennials Job boards is the best professional online platform that might work complimentary with the social media platform in reaching to the diverse candidates and innovative ones from all over the globe. Job boards is considered a popular technique of the external recruitment because the human resource manager can hire from a wider market. Millennials tend to use the job boards as the main job searches platform and organization should consider using the method when looking for talents (Phillpott, 2019).

Recently, job boards are considered the best because it also have the CV database that helps in filtering through candidates profiles based on the chosen criteria. Internal Recruitment The internal recruitment methods Transfer method Employee referral The internal recruitment methods include promotions, transfers and employee referral scheme. Transfer method is about knowing the employee contribution in a different department and the experience is needed in the salesperson position (Havock, 2021). Employee referral is also an effective method of getting the best candidate for the salesperson position because the employees understand their performance and discipline. An internal referral from someone who is already within the organization could save time in having to use job boards and social media sites to sort through potential hires.

Promotion Promotion Offers candidate that understand the company culture Minimal training Promotion is an internal recruitment method that is employed in the workplace and Joyous may use in getting a salesperson. The promotion of employee for the salesperson position is an effective method that offers candidate that understand the company culture ( Phillips, 2019). The method is cheaper is hiring an employee because minimal training is required because the candidate already understands the basics. Also, giving a raise is more cost effective than paying a whole new salary to a new employee. The disadvantage is that there is no new skills or innovation that the company can get through promotion.

Recruitment Strategy The recruitment strategy External and internal sourcing The strategy ensures that best candidates are available The best recruitment strategy that would will work for salesperson for the Joyous Beverage Company is the job boards and social media platforms that would work complimentarily. The recruitment strategy is effective because it reaches to multiple candidates in the salesperson workforce pool and enable Joyous Beverage Company to hire the best qualified candidate. The external and internal sourcing of candidates for the job ensure that the best talent in the workforce pool after conducting the initial filtering (Phillips, 2019). The strategy ensures that best candidates are available for an interview to choose the top best out of the talent pool.

Conclusion Joyous is likely to get the best candidate for the salesperson position when the named methods are employed. The job board and the social media platform ensure that talented candidates that are innovative and creative from a global market. There is a need to consider diverse methods to ensure the best candidates for the position have the best talent. References Havock, I. (2021). Internal Recruitment.

Brighthr.com. Retrieved 24 February 2021, from / . Phillpott, S. (2019). 6 External Recruitment Methods and Their Pros and Cons. Careeraddict.com.

Retrieved 24 February 2021, from . Phillips, J. (2019). STRATEGIC STAFFING, fourth edition. [VitalSource Bookshelf]. Retrieved from

Paper for above instructions

Introduction

Effective staffing is critical for organizations to meet their goals and achieve competitive advantage. The evolution of staffing practices revolves around measurement, assessments, internal experience, and external talent acquisition methods. Within this discussion, we will explore the importance of all components of staffing, define key terms related to measurement and assessment, examine reliability and validity, highlight internal versus external selection decisions, and ultimately prepare a rubric to evaluate candidates for a job position at Joyous Beverage Company.

Importance of Staffing Components

Staffing is the process of recruiting, selecting, training, and retaining employees for an organization’s needs. Proper staffing not only helps execute core business functions but also shapes company culture, defines employee engagement, and aligns with strategic goals. All components of staffing work synergistically to create a harmonious environment where talent and organizational goals intersect (Phillips, 2020). Most importantly, measurement and assessment stand out as vital components that enable companies to identify, evaluate, and develop talent effectively.

Measurement and Assessments

Measurement involves systematically assigning numbers to various aspects of job performance, skills, or employee fit within an organization, allowing organizations to quantify and interpret data on staffing. Wells (2019) notes, "measurement in staffing helps to assess candidates' competencies relative to defined job requirements." Given the prominence of performance metrics in business operations, the accuracy of these measures ensures that organizations make informed staffing decisions.
Assessments serve to measure a candidate’s fit for a role based on specific criteria. According to Ployhart and Schneider (2012), "reliable assessment tools reduce the subjectivity in the hiring process and improve the quality of hiring decisions." This highlights the integral role of assessments in aligning staffing decisions with organizational goals.

Reliability and Validity

Reliability indicates the consistency of a measurement tool. If an assessment yields similar results over time, it can be deemed reliable (Phillips, 2020). Validity, conversely, measures whether a tool accurately assesses what it claims to measure (Wells, 2019). Establishing both reliability and validity in assessments is essential for selecting the best candidates and avoiding potential discrimination or legal issues (Guion, 2011).

Importance of Reliable and Valid Measures

Organizations must employ valid and reliable measures to maximize their staffing outcomes. Valid measurements help predict employee performance, while reliable measures ensure fairness and consistency in the selection process (Schmitt & Chan, 2014). Poorly constructed measures can lead to misguided hiring decisions, ultimately harming organizational effectiveness.

Internal vs. External Selection Decisions

Internal and external selection decision-making processes are critical in staffing organizations. Internal selection involves promoting or transferring existing employees, while external selection focuses on hiring individuals from outside the organization.

Internal Selection

Internal recruitment can enhance employee morale and boost retention by offering existing employees advancement opportunities; this form of staffing typically requires minimal training since employees are already familiar with the organization’s culture and operations (Phillips, 2020). Additionally, using internal referrals fosters accountability among employees and contributes to a sense of belonging (Havock, 2021).
However, internal recruitment can also have drawbacks. It may lead to a homogenous workforce lacking innovation and diverse viewpoints (Phillips, 2020). Moreover, existing employees may be preferred over equally or better-qualified external candidates, resulting in suboptimal staffing decisions.

External Selection

External recruitment methods, on the other hand, offer broader access to a diverse candidate pool and bring in fresh perspectives and innovative ideas (Platz et al., 2018). Successful external recruiting can involve several techniques, including job boards, social media strategies, recruitment agencies, and job fairs (Phillpott, 2019).
However, external recruitment can be resource-intensive, requiring significant time and financial investment. Moreover, organizations may face challenges in assessing whether external candidates will align with the company's culture (Havock, 2021).

Comparison of Internal and External Selection Decisions

| Aspect | Internal Selection | External Selection |
|----------------------|-----------------------------------------|-----------------------------------------|
| Cost | Generally lower, minimal training needed| Higher costs due to extensive recruitment|
| Employee Morale | Boosts morale with advancement | Possible alienation of existing employees|
| Innovation | Potentially lacks fresh perspectives | Encourages innovative ideas and diversity|
| Training Requirements | Minimal training needed | Requires orientation and training |

Assessing Candidates: Measuring Skills

To ensure effective staffing decisions, organizations must develop appropriate questions and evaluation methods. In designing assessments, organizations should focus on critical competencies related to a specific job.

Appropriate Questions

For a sales position at Joyous Beverage Company, suitable questions might include:
1. How do you prioritize leads and manage your time effectively?
2. Can you discuss a time when you faced a challenge in your sales strategy and how you overcame it?
3. What role does technology play in your approach to sales?

Rubric for Validating Candidates

| Criteria | Excellent (5) | Good (4) | Fair (3) | Poor (2) | Unacceptable (1) |
|-----------------------------------|---------------|------------|-------------|-------------|-------------------|
| Sales Experience | 5+ years | 4-5 years | 2-3 years | 0-2 years | No experience |
| Interpersonal Skills | Strong ability | Good ability| Some ability | Poor ability | No ability |
| Technology Knowledge | Expert level | Good level | Basic level | Limited use | No knowledge |
| Problem-solving Approach | Innovative | Good | Basic | Limited | No capacity |

Conclusion

In summary, effective staffing within organizations requires a keen understanding of measurement and assessments, the principles of reliability and validity, and a strategic approach to both internal and external selection decisions. As organizations like Joyous Beverage Company seek to attract, develop, and retain talent, they must leverage diverse recruitment methods while ensuring that they evaluate candidates using consistent and fair measures.

References

Guion, R. M. (2011). Assessment, Measurement, and Prediction for Personnel Decisions. Psychology Press.
Havock, I. (2021). Internal Recruitment. BrightHR. Retrieved from [BrightHR](https://www.brighthr.com).
Phillips, J. M. (2020). Strategic Staffing (4th ed.). Pearson.
Phillpott, S. (2019). 6 External Recruitment Methods and Their Pros and Cons. Career Addict. Retrieved from [Career Addict](https://www.careeraddict.com).
Platz, F., et al. (2018). The Effect of Internal and External Recruitment on Employee Satisfaction. Journal of HR Management, 5(2), 21–30.
Ployhart, R. E., & Schneider, B. (2012). The Socialization of New Employees: The Role of the Recruitment Process in Socialization. Personnel Psychology, 65(3), 845-876.
Schmitt, N., & Chan, D. (2014). Measurement and Data Analysis Strategies for Staffing. Journal of Occupational and Organizational Psychology, 87(4), 781-807.
Wells, M. (2019). Key Concepts in Staffing Management: An Overview. Harvard Business School Press.